I’ve got an odd relationship with the notion of social learning. Whilst I’m often at pains to remind people that social learning is nothing new, I’m acutely aware that the term is today a much broader one than it has been in years gone by. But ’social’ is something of a pariah in the corporate learning world, at least increasingly so it would seem.

CHALLENGE ! Today, educators are overwhelmed (literally drowning!) by thousands of web 2.0/social media/apps that they can use for learning and teaching. But, where/how to start? How do we choose the right solution for a particular learning context or activity? The LMS can certainly not solve all our learning and teaching needs and requirements. Any awesome one to suggest? :). Social_Media web2.0

In the BYOD (bring your own device) world, users expect mobile learning to work—all the time, every time—on whatever device they are holding. To meet this challenge, it is more important to focus on the user first and then on the technology. Here are some key requirements and best practices that mobile learning designers must understand in order to be successful.

In a recent, NY Time Article , GRETCHEN MORGENSON cited a paper (Executive Superstars, Peer Groups and Over-­?Compensation Compensation –Cause, Effect and Solution) by Charles M. Elson and Craig K. Ferrere who compile research from others (see citations below) that basically shows that CEO's do NOT successfully transfer their skills from one company to another. CEO's who are hired from within tend to do a much better job than CEO's brought in from the outside. We in the learning-and-performance field should take note. This we should all know. Thorndike anyone? Expertise matters! Gregory L.

Are you talent or labour? The difference may be very important. According to a recent article in the New York Times , talent is getting into a position to be able to push capitalism around, but not labour. Talent is extracting more of the pie and getting richer. The gulf grows between talent — the high-earning, differentiated workers — and labor, those widget makers who support them. Through the 1970s, owners moved jobs to Sun Belt right-to-work states. They automated, outsourced and worked to diminish the power of unions. This is how talent gets respect from capital. itashare.
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Regular readers know that I am working on putting all of my thoughts on personal knowledge management together, as part of my PKM book project. In the spirit of sharing, and learning out loud, I have produced an Alpha version (it’s not advanced enough to even be considered Beta yet). In my last PKM book update I mentioned I was using a WordPress plug-in to organize the writing. It has some bugs, but I am learning work-arounds as I develop each subsequent version, so please bear with the formatting for now. seek_sense_share-pkm_guide (PDF 2.1
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I just killed humanity. In Pandemic 2 , your goal is to evolve and spread your disease to wipe out humanity. Even without a background in pathology or microbiology, I can assert with confidence that the game isn’t an exceptionally precise simulation of a global pandemic. However, as I played this game, I kept coming back to Jesse Schell’s idea that imperfect simulations can actually be more useful teaching tools than perfect ones , because of the questions they spark about gameplay versus reality. The key to using this game for educational purposes might just be an effective debrief.
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I tweeted a joke hashtag last week. dpontefract: I’m proposing a new hashtag … #e20socbizhrtechedtechentswfutureofworktchat … that just about covers it. In retrospect, perhaps I wasn’t joking. What’s going on out there in vendor land is rather interesting. What’s going on in our organizations is equally intriguing. am fond of SuccessFactors at the moment. Who cares, that’s not enough. And that’s where we begin our metaphor for the day. To those social business, collaboration, HR technology and Enterprise 2.0 The hare wants to sell you licenses.
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